Case study · Nigeria · 2024–2025
ISA-WEEP: 4 best practices for zero-upfront digital skills training for women
How 824 young women trained with nothing to pay upfront, and 2,491 employers signed up to hire them.
With support from the Skills Initiative for Africa (SIFA), Digital Marketing Skill Institute ran the Income Share Agreement for Women Employability & Entrepreneurship Programme (ISA-WEEP). The programme tested one question: can young Nigerian women train in digital skills with nothing to pay upfront, get paid work, and then repay their training from their income?
Demand was far higher than the places available
Applications, employer sign-ups and enrolled learners during market validation
Only about 1 in 10 applicants could be offered a place, and there were 3 employers for every learner.
How the programme works
Why young women could not access training
Barriers reported by 944 young women surveyed across Nigeria
Along the way we changed the model several times based on what learners and employers told us. Below are the four practices that made the biggest difference, so that other training providers, TVET institutions and funders can reuse them.
Best practice 1
Remove the upfront deposit
What we did
Our first design asked learners to pay a 20% deposit, with the rest covered by an interest-free Income Share Agreement (ISA). We replaced this with a model where 100% of tuition is covered: no deposit, no interest, no collateral and no guarantor. Learners repay only once they are earning, in flexible instalments over 4 to 12 months, and repayment pauses if they lose their income.
The problem it solved
Two in three women we surveyed said tuition costs stopped them from training. Even a 20% deposit was too much for the women we most wanted to reach.
Evidence of results
Once the deposit was removed, applications rose to 8,453. Learners told us the interest-free, pay-when-you-earn terms gave them the confidence to commit, compared with traditional loans.
Lessons for replication
- For low-income learners, "nothing to pay upfront" matters more than the total price.
- Protect the training provider through strong job placement, not through deposits.
- Keep contracts short, transparent and in plain language.
Best practice 2
A one-month work trial with on-the-job support
What we did
After training and the 90-Day Employment & Entrepreneurship Challenge, each learner can join a structured one-month work trial with a vetted employer. If the employer keeps her, they pay at least ₦120,000 per month. We then provide 3 to 6 months of on-the-job support through mentoring and regular check-ins.
The problem it solved
Employers told us that hiring entry-level staff is expensive, slow and risky. Graduates told us they could not get a job without experience, and could not get experience without a job.
Evidence of results
2,491 employers registered to take part, and employers agreed to the ₦120,000 monthly salary floor for learners they keep. Learners surveyed were willing to take part in a one-month trial to gain experience.
Lessons for replication
- Lowering hiring risk for employers is as important as the quality of training.
- Agree the salary floor before the trial starts, so everyone knows the outcome.
- Support after placement protects both job retention and repayment.
Best practice 3
EduPoints: rewards that reduce repayment
What we did
On our EduPayLater platform, learners earn EduPoints for completing tasks, challenges and milestones. Points directly reduce the amount they repay under their ISA.
The problem it solved
Learners on long programmes often drop out, especially under personal or financial pressure. Drop-outs also weaken an ISA model, because only learners who finish and find work can repay.
Evidence of results
Learners actively followed up on their points and worked to earn more of them, which improved engagement and helped keep them in the programme through the 90-Day Challenge.
Lessons for replication
- Link rewards to something learners care about, such as a lower balance, not badges alone.
- Show progress clearly on the learner dashboard.
- Pair incentives with support for learners facing illness or other personal challenges.
Best practice 4
Vet employers before they access the talent pool
What we did
Before an employer can access our learners, they must show they have the budget, structure and capacity to support a new hire, and accept the ₦120,000 salary floor. For digital marketing roles, this includes confirming a minimum advertising budget.
The problem it solved
Some placements failed not because the learner lacked skills, but because the business had no budget or structure to support the role. A social media manager cannot deliver results with no advertising budget.
Evidence of results
This step was introduced after field visits and interviews with small business owners. It improves the quality of placements and protects learners’ ability to earn and repay.
Lessons for replication
- A placement succeeds only if the employer is ready, not just the graduate.
- Build vetting into the sign-up process so it happens every time.
- Remove employers from the talent pool if they do not meet the agreed conditions.
Bring this model to your institution or community
TVET institutions, governments, NGOs and CSR teams can adapt these practices or offer the ISA model to their own learners through the EduPayLater platform.
The ISA-WEEP project (SIFA-FW3-C2-2023-2140) is supported by the Skills Initiative for Africa (SIFA), an initiative of the African Union and AUDA-NEPAD, co-funded by the European Union and German Development Cooperation, and financed by KfW.
